Research On The Mechanism Between Social Capital, Human Capital And Career Success Of Employees

Along with the globalization and knowledge of economy, we are stepping into the times of knowledge economy, because of the change of environment and rectifications of organization structure, the organizations can not provide employees with stable employment environment. In the background of new career, employees must improve their own employability, only in this way, can people achieve their career success, the important way to achieve this goal is the fit on values, abilities and career between organizations and employees. In the context of protean and boundaryless career, the organizations must provide employees with career path actively, taking measures to help the employees manage their career, building the fit on values, abilities and career between organizations and employees, only in this way, can win-win situation be achieved between the organizations and employees.Based on the review of related literatures, this article discusses the impact of social capital, human capital on the person-organization fit and career success, as well as the impact of demographic variables on career success. Firstly, we examine and develop the related measurement scale, then; we choose the employees of different nature, different positions in china, analyzing the pre-survey and279questionnaire by SPSS18.0and LISREL8.7, the main methods including exploratory factor analysis, reliability analysis, descriptive analysis, correlation analysis, analysis of variance, regression analysis and so on. The main conclusions are as follows:(1) Some demographic variables have effect on career success.(2) The correlations between social capital including accessed social capital, mobilized social capital and three dimensions of career success are significantly positive. Accessed social capital can predict perceived internal marketability, perceived external marketability effectively. Mobilized social capital can predict perceived career satisfaction effectively. The correlations between human capital including education, work experience, study, training and three dimensions of career success are significantly positive. Education, work experience, study, training can predict perceived internal marketability effectively. Education, study, training can predict perceived external marketability effectively. Work experience, study, can predict career satisfaction effectively. (3) The correlations between person-organization fit including values fit, abilities fit, career fit and three dimensions of career success are significantly positive. Values fit and abilities fit can predict perceived internal marketability effectively. Abilities fit can predict perceived external marketability effectively. Values fit, abilities fit, and career fit can predict career satisfaction effectively.(4) The correlations between accessed social capital, mobilized social capital and three dimensions of P-O fit are significantly positive. Accessed social capital can predict values fit and career fit effectively. Mobilized social capital can predict abilities fit effectively. The correlations between human capital including education, work experience, study, training and three dimensions of P-O fit are significantly positive. Work experience, training can predict values fit, career fit, abilities fit effectively. Study can predict abilities fit effectively.(5) Among the mediating role of P-O fit between social capital, human capital and career success, the abilities fit is a full-mediator between accessed social capital and perceived internal marketability, values fit, career fit are the full-mediators between mobilized social capital and career satisfaction, abilities fit is a part-mediator between study and career satisfaction, abilities fit is a full-mediator between training and perceived internal marketability.